Talk to Our Separation & Integration Experts
Whether you're facing a Carve-Out, Standalone, or Carve-In, we bring the structure, governance, and people expertise you need.
Separation & Integration Services
We help you navigate M&A Separations & Integrations with confidence
M&A projects move fast, but execution without structure risks synergy leakage and talent flight. We support you navigating your Carve-Out, Standalone, or Carve-In projects by steering the HR workstream to ensure business continuity and long-term value creation beyond closing.
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Where Separation & Integration Gets Complicated
When facing Carve-Out or Carve-In scenarios, challenges are often unfamiliar, yet mandatory to tackle.
- High pressure to realize deal value quickly while ensuring business continuity
- Complexity of aligning organizations, processes, and governance models across entities
- Risk of talent loss and decreased employee engagement during separation or integration phases
- Limited transparency on people, cost, and organizational impacts across deal stages
- Insufficient readiness and execution capabilities to manage multiple workstreams in parallel
Our Separation & Integration Toolkit
We turn M&A complexity into structured execution, ensuring people, operations, and value stay on track.
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End-to-End Separation & Integration Roadmaps
Comprehensive roadmaps with clear governance, milestones, and decision points for business continuity, ensuring cost transparency and accelerated value realization
Target Operating Model & Organization Design
Interim and long-term operating models that align structures, roles, and processes across entities, reducing complexity and execution risk
Implementation of (interim) TOM
Executing TOM & Organization Design, including the selection of (outsourcing) providers to build a future-ready HR-IT-Architecture as foundation for long-term TOMs
Change Strategies
Targeted change programs to mitigate attrition risks and maintain employee engagement during critical deal phases
Capability Transfer & Enablement
Hands-on deal execution capabilities and tools transferred to client teams for current and future M&A transactions
Our Separation & Integration Approach
We structure end-to-end M&A execution to ensure Day-1 readiness and maximum value realization.
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Define Deal Scope & Prioritize Value
Define objectives, identify key employees and prioritize value- and risk-relevant workstreams
Design & Implement Target Operating Model
Design & implement future-state structures, roles, and governance for Day-1 readiness and long-term operating effectiveness and in conclusion with your HR IT Landscape.
Establish Execution Governance & Deal PMO
Establish clear roadmaps, decision rights, and tracking mechanisms for structured execution across workstreams
Translate Deal Stratgey into Execution Levers
Translate deal strategy into actionable workforce decisions on structure, roles, IT-Infrastructure and cost levers to guide implementation.
Implement Change, Communication & Capability Transfer
Implement targeted change, communication, and capability programs to ensure operational stability and internal handover
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FAQs About Separation & Integration
Your most important questions answered clearly, so you know what to expect.
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Within the broad area of M&A, what specific parts of the M&A process can you support?
Within the broad area of M&A, we support end-to-end separations and integrations or focus on specific deal phases, depending on your needs. Our scope covers standalone readiness, operating model design, process alignment, and governance frameworks. We tailor our approach to the specific challenges at hand. We also offer explicit transaction and deal support.
What is the key role of HR in separations and integrations?
The key role of HR in separations and integrations is to identify future workforce requirements and ensure business continuity through the design of standalone HR processes and services. When it comes to integrations or carve-ins, HR harmonizes roles, policies, and cultures via joint blueprints. We provide practical guidance that reduces risks and accelerates transitions.
Can you support global multi-country separations?
Yes, we can support global multi-country separations by standardizing core processes while accommodating local regulations and labor laws. Our approach includes country-specific roadmaps that are aligned to a global blueprint, has already supported clients in more than 20 countries across all continents.
How do you handle complex cultural or geographic differences during Separation & Integration?
We handle complex cultural and geographic differences during Separation & Integration by starting with an early assessment. We identify organizational and cultural differences at the outset and develop tailored approaches for communication, decision-making, and change management to ensure alignment and engagement across all regions and teams.
What does success mean for a Separation & Integration engagement?
Success for a Separation & Integration engagement means Deal Value is realized which includes Day‑1 runs smoothly for employees, critical talent is retained, HR and payroll processes work from the first cycle, and the new HR TOM is ready to operate without extended firefighting.